...HRM 510 WEEK 8 ASSIGNMENT 4 To purchase this visit here: http://www.activitymode.com/product/hrm-510-week-8-assignment-4/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 510 WEEK 8 ASSIGNMENT 4 Assignment #4 - R. Williams Construction Co. v. OSHRC Read the R. Williams Construction Co. v. OSHRC case. You are to write a 3-4 page report that answers the following questions: What was the legal issue in this case? Explain what the employer did or failed to do that violated the OSH Act. Explain why it was "unavailing for Williams to argue that employees must take greater care to avoid placing themselves in harm's way." Explain what role, if any, employees' actions should have in determining liability under the OSH Act. Activity mode aims to provide quality study notes and tutorials to the students of HRM 510 Week 8 Assignment 4 in order to ace their studies. HRM 510 WEEK 8 ASSIGNMENT 4 To purchase this visit here: http://www.activitymode.com/product/hrm-510-week-8-assignment-4/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 510 WEEK 8 ASSIGNMENT 4 Assignment #4 - R. Williams Construction Co. v. OSHRC Read the R. Williams Construction Co. v. OSHRC case. You are to write a 3-4 page report that answers the following questions: What was the legal issue in this case? Explain what the employer did or failed to do that violated the OSH Act. Explain why it was "unavailing for Williams to argue that employees must take greater care to avoid placing...
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...Internship report On [pic] The Practice of Human Resource Management in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin...
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...Internship report On The Practice of Human Resource Management in Aarong & AAF Submitted to Farhana Nur Malik Lecturer BRAC Business School BRAC University Submitted By Mehjabin Tanjila ID: 05304024 Brac Business School BRAC University Date : 26th Septerber,2010 Letter of Transmittal September 26th, 2010 To Mrs. Farhana Nur Malik Lecturer BRAC Business School BRAC University Subject: Internship report on “The practices of HRM in Aarong& AAF” Dear Madam, This is to inform you that I’m a student of BBA program of BRAC University, Major in Human Resource Management and Marketing. It is my pleasure to carry out the internship report under your supervision. As a requirement of preparing an internship report based on the practical situation in an organization, I selected Recruitment as my core concentration along with few other HR practices that I have come across during my internship program. So I have prepared a report on the “practice of Human Resource Management in Aarong & AAF. I hope this report reflects on the contemporary issues on the Human Resource Management that are being Practiced by organizations in our country. I would like to request you to accept my internship report for further assessment. Sincerely yours, ……………… Mehjabin Tanjila ID: 05304024 BRAC Business School Acknowledgement I would like to take this opportunity to convey my heartfelt appreciation to them whose blessing and cooperation was important...
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...FAR EASTERN UNIVERSITY Institute of Tourism and Hotel Management PARTS OF PRACTICUM REPORT: PLEASE READ CAREFULLY. 1. PROFILE OF THE COMPANY- YOU CAN GET THIS ON THE HR OR ON THIER WEBSITE. A. HISTORICAL BACKGROUND B. MISSION AND VISION C. ORGANIZATIONAL STRUCTURE 2. DEPARTMENT/S ASSIGNED TO AND ITS FUNCTIONS 3. FUNCTIONS OF THE TRAINEE/S- WHAT IS YOUR FUNCTION ON THAT DEPARTMENT 4. THINGS LEARNED A. TECHNICAL B. PROFESSIONAL C. PERSONAL 5. WEEKLY JOURNAL- YOU HAVE TO DO THIS. TIP: BRING A HANDY DIARY WHERE IN YOU CAN PUT ALL THE THINGS YOU EXPERIECED THAT DAY. 6. OBSERVATIONS A. PRACTICUM SITE- WHAT HAVE YOU OBSERVED ON YOUR PRACTICUM ESTABLISHMENT. GOOD OR BAD B. HRM PRACTICUM PROGRAM- WHAT HAVE YOU OBSERVED ON THEIR PRACTICUM PROGRAM. 7. CONCLUSION AND RECOMMENDATION – CONCLUSION: THE THINGS YOU’VE LEARNED, RECOMMENDATION: THE THINGS YOU WOULD RECOMMEND TO MAKE THEIR PROGRAM BETTER. 8. SAMPLES OF WORK – PICTURES OF YOUR WORK IN ACTION. 9. PHOTOS WITH APPROPRIATE CAPTIONS- MORE PICTURES MUCH BETTER. 10. PHOTOCOPY OF THE DOCUMENTS YOU HAVE SUBMITTED TO THEM: EX. RESUME, CERTIFICATE OF COMPLETION, CERTIFICATE OF TRAINING, AND OTHER DOCUMENTS. NOTES: EVALUATION FORM/S SHALL BE INSERTED IN ONE OF THE PAGES OF THE REPORT. IT SHOULD BE SEALED IN A LETTER ENVELOPE. EVALUATION FORMS SHOULD BE PER DEPARTMENT. IF YOU HAVE 2 DEPTS., YOU HAVE YO SUBMIT 2 EVALUATION FORMS. EVALUATION FORMS WILL BE GIVEN TO THE...
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...working in a department, then I thought about a yearly process report. All written information about an individual will be re-examined by HRM and the employee in a formal setting as from an evaluation to putting an individual’s high, weak points, followed by future goals within the company’s policies and procedures and finally the negative aspects such as, write-ups and last input from department supervisors and HRM. A performance appraisal is a process report geared towards the employee’s growth and accomplishments in this way both the organization and employee can see where growth has taken place and were strength and weaknesses could improve a skill or knowledge based on how well the employee’s work ethic stands. Within the first six months both the employee and the organization should establish a written document on what the employee entered the body with and what the employee has accomplished during training or attending webinars’. A performance appraisal, a door to planning an informal discussion about the job itself and what the employee plans on providing. All the while, the organization could limit themselves perhaps seeing that an employee brought unnecessariness from outside of work to interfere with work; i.e. drinking all night and come in the next day drunk, showing up late for work on Monday after being paid and no motivation towards the job itself. An appraisal performance is more formal and allows HRM to attend the meeting, not everything reported or recorded...
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...Last updated on June 04 [pic] Revised Draft PERFORMANCE MONITORING PLAN (“PMP”) Strategic Objective (“SO”) 1: Management Strengthening of NGOs USAID/Pakistan June March 2004 USAID/Pakistan has determined that this document is appropriate for public distribution on the Internet USAID/Pakistan has determined that this document is NOT appropriate for public distribution on the Internet TABLE OF CONTENTS ACRONYMS AND ABBREVIATIONS SECTION I. INTRODUCTION A. BACKGROUND B. USAID/Pakistan PRE-EXISTING SO 1 RESULTS FRAMEWORK USAID/PAKISTAN IMCP RESULTS FRAMEWORK B. LOGICAL CONSISTENCY OF THE RESULTS FRAMEWORK C. CRITICAL ASSUMPTIONS SECTION III. PERFORMANCE INDICATOR REFERENCE SHEETS Component One: Management Standards Component Two: NPO Certification Component Three: Dissemination and Outreach ACRONYMS AND ABBREVIATIONS iii SECTION I. INTRODUCTION 1 A. BACKGROUND 1 B. USAID/Pakistan PRE-EXISTING SO 1 RESULTS FRAMEWORK 1 USAID/PAKISTAN IMCP RESULTS FRAMEWORK 3 B. LOGICAL CONSISTENCY OF THE RESULTS FRAMEWORK 5 C. CRITICAL ASSUMPTIONS 6 SECTION III. PERFORMANCE INDICATOR REFERENCE SHEETS 7 Component One: Management Standards 7 Objective 1: To strengthen and increase the competitive base of Pakistani non-profit non-governmental organizations (NGOs) that meet the management standards required for a USAID award. 7 Component TWO: NPO CERTIFICATION 127 Objective...
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...HRM 323 Entire Course (UOP Course) For more course tutorials visit www.tutorialrank.com HRM 323 Week 1 Individual Assignment Human Resource Professional in Employee Relations HRM 323 Week 1 DQ 1 HRM 323 Week 1 DQ 2 HRM 323 Week 2 DQ 1 HRM 323 Week 2 DQ 2 HRM 323 Week 3 Team Assignment Management Negotiation HRM 323 Week 3 DQ 1 HRM 323 Week 3 DQ 2 HRM 323 Week 4 Individual Assignment Disciplinary Process HRM 323 Week 4 Team Assignment Union and Management HRM 323 Week 4 DQ 1 HRM 323 Week 4 DQ 2 HRM 323 Week 5 Individual Assignment Research and Reflect HRM 323 Week 5 Team Assignment Reflection of Experiences HRM 323 Final Exam Guide ------------------------------------------------------------ HRM 323 Final Exam Guide (UOP Course) For more course tutorials visit www.tutorialrank.com HRM 323 Final Exam Instructions: Complete the answer key in MS Excel and upload to the course materials forum. Failure to use the MS Excel Answer Sheet will result in a Zero for the assignment. This exam is open book and there are no time constraints. Do not share this exam with others or work together. This is an individual assignment. 1. The five levels of Maslow’s hierarchy of needs theory, in order from lowest to highest, are: a. Psychological, safety and security, acceptance, esteem, and self-actualization b. Physiological, safety and security, self-esteem, acceptance, and actualization c. Safety and security, psychological, acceptance, esteem, and...
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...APPLICATION INSTRUCTIONS MS/MRE Programs 2014-2015 ELECTRONIC APPLICATION & REVIEW PROCESSESS FOR MS/MRE PROGRAMS Carefully read through the instructions below before starting your online application and uploading documents. TEXAS A&M GRADUATE STUDENTS CURRENTLY ENROLLED Contact appropriate Mays Department MS/MRE Coordinator for application instructions. A COMPLETE APPLICATION INCLUDES: ⇨ Application submitted electronically using ApplyYourself online application. All deadlines are at 11:00 pm (CST) or midnight (EST). The MS Application will be available September 3rd. ⇨ Application fee • Fee must be paid via credit card when online application is submitted. US Citizens: $50 International: $90 ⇨ Transcripts • Upload a low-resolution black and white photocopy of your transcript(s) from each senior-level post-secondary institution. Also, include one copy of the transcript key from each institution. • File size should not exceed 500kb. Decreasing the dpi to 150-200 should compress file size if needed. • PDF is preferred, but additional formats are accepted (.doc, .wpd, .rtf, .xls, or .txt). • Preview your uploaded transcript to ensure it’s legible. • Applicants with international transcripts are required to submit a WES (www.wes.org) course-by-course evaluation. Official transcripts will be required if admitted. ⇨ Three letters of recommendation. • Three recommendations...
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...HR Audit “The things that get measured gets managed” www.humanikaconsulting.com Agenda 1. Introduction 14. General Auditing Method 2. Challenges For H.R. 15. Methods Of Hr Audit Department Eight Challenges 16. Research Approaches To Audits 3. Meaning & Purpose Of Hr 17. Hrm Auditing Process Audit 4. Purposes Of Hrm Auditing 5. Objectives Of Hr Audit 6. Benefits Of HR Audit 7. Frequency Of HR Audit 8. The Principles Of Effective Hrm Auditing 9. Types Of HR Audits 10. The Scope Of Human Resource Audits 11. Hrm Audit Measures 12. HR Standards 13. Task Auditor INTRODUCTION • “How does a firm know if its human resource practices have an impact on business results? • “..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving “people”, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.” • “..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.” CHALLENGES FOR H.R. DEPARTMENT EIGHT CHALLENGES IDENTIFIED BY DAVE ULRICH (1997) Globalization The H.R department will need to create models and processes for achieving global activeness, effectiveness and competitiveness. Managing the Value Chain for Business Competitiveness Innovation Faster Decision Making Price or Value Advantage Effective linking with Suppliers ...
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...Higher National Diploma in Business (Management & HRM) INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY BTEC HND DIPLOMA IN BUSINESS (MANAGEMENT & HUMAN RESOURCES) ASSIGNMENT COVER SHEET 2015 Unit title & code Level Student name 4 Credits Unit 3 : Organizations and Behaviour_H/601/0551 15 Student ID Assessor Mr. Mafas R Iv by Mrs. ND Samarakoon Assessment Assignment Issue date Individual Assignment Word count Presentation duration Assignment submission date Assignment resubmission date 4000 21.05.2015 Assignment discussion date(s) ORIGINAL SUBMISSION Final grade 15 Minutes Resubmission ASSESSMENT CRITERIA TO BE ASSESSED IN THIS ASSIGNMENT (Identify all criteria to be assessed in this assignment) Achieved Pass Criteria LO1 1.2 1.1 1.3 2.1 LO2 2.2 2.3 3.1 LO3 3.2 3.3 D1 Distinction Criteria D2 4.1 LO4 4.2 4.3 Original Submission Re submission Grade Achieved M1 Merit Criteria M2 M3 D3 Original Submission On resubmission AUTHENTICITY STATEMENT I certify that the attached material is my original work. No other person’s work or ideas have been used without acknowledgement. Except where I have clearly stated that I have used some of this material elsewhere, I have not presented it for examination / assessment in any other course or unit at this or any other institution SIGNATURE: ……………………………………….. DATE:……………………….. This...
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...Executive Summary: This report gives an overview of Sky Plc, it looks in to the products and services that Sky have to offer, like Broadband and TV packages. It also gives a summary of what the company want to achieve with its customers. With over 21 million customers across 5 different countries Sky is growing from strength to strength. With a revenue of £11.3bn in 2015 Sky saw a 10% increase on the year before, showing that even in an ever difficult economy, staying committed to your goals and your people, growth is still possible. The report looks in to external factors that could affect the company’s growth 2016 such as; The whole sale of its premium channels, this is something that is a long term issue for Sky as it doesn’t give them a unique edge over its competitors. Another element is the financial state of the global market, even though Sky is achieving its goals at present, this could change and could be affected by exchanges rates, rate of inflation and the amount that the public have to spend. The function and structure of the company have a large impact on how the business is run, the report looks in to some of the functions such as: HR and Customer service. By different functions pulling and working together it can improve productivity and turnover. Building on these relationships and supporting one another can create great team spirit and a strong work force. 1.1 Who are Sky Plc Sky is Europe’s leading entertainment company. The group serves 21 million...
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...The international BCC Corporation, one of the world’s largest corporations, was formed in 1987 by a merger of two national electro-technical companies, the first step in an attempt to restructure a traditionally conservative and nationally based engineering industry into a fully international industry. From this Western base, the group has grown by ‘going East’, investing in and acquiring new companies in Eastern Europe, Russia, South-east Asia and China. The group has attempted to achieve both global scale and decentralised local presence, with component businesses divided into several thousand profit centres, with remarkably few corporate managers at the top, or at Headquarters. English is the designated company language. A strategy of mergers and acquisitions in order to achieve market leadership and, in selected markets, global dominance, has since characterised the company. BCC: The nature of the business BCC now employs more than 200,000 people and last year total sales amounted to US $28,300 million. The group is organised in five Business Segments: Power station design and build Power transmission and distribution Industry systems and building systems Transportation Financial services The five Business Segments are then subdivided into about 50 international Business Areas. Within Power Transmission and Distribution, for example, there are Business Areas responsible for cables, transformers, high voltage switchgear, network control, network installation...
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...Management of Strategic Alliances: Performance Evaluation Where to Link in the Value Chain? • Alliance combining same value-chain activities are to gain efficiencies, merge talents, or share risks • In operations alliances firms combine manufacturing activities to reach economies of scale • Operations/marketing alliances provide access to markets Identification of the links in VC forms the basis for performance of the SA Negotiation & Performance • The formal agreement is not as important as the ability of managers to get along • Negotiation issues • equity contributions • management structure • “prenuptial” agreements Selected Questions for a StrategicAlliance Agreement Design & Performance • Depends on the type of alliance chosen • Informal CAs often have no formal design issues • Formal CAs may require separate organization unit housed in one company • JV—Parent companies set up separate legal entity Decision-making Control • Two areas need to be considered: • Operational decisions (focus on day to day running) • Strategic decisions (focus on long term survival) • Majority ownership does not necessarily control • In JVs, strategic decision making takes place at the level of JV’s board of directors or top management. Management Structures • Dominant parent: controls or dominates strategic and operating decision making • Often has majority ownership • Treats the JV as wholly owned subsidiary • Shared management: both parent companies contribute approximately...
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...HRM 6311 Final Project Human resource management continues to change as the nature of business changes. 20 years ago in the military, the primary focus was the accurate on time preparation of paperwork to include, evaluation reports, awards and orders to requisition and transfer equipment. There was a huge focus in the area of personnel management, which was mostly left to small team at local level. Lundy (1994) already believes that the personnel management role lacked strategic relevance because it was mainly an administrative-type role, whereas the modern concept of human resource management is much more strategic in scope. He states that human resource management came about due to a “change in the functions, boundaries, substance and objectives” of the original personnel management function (p. 693). A change came about within the military community when we became a nation at war for the past 12 years. As the strategic war fighting procedure changed so did the way our organization manages personnel. To have a successful operation, it is imperative that an organization has smart, self-motivated employees. In order to fill positions a carefully manage process must be used to advertise, recruit and select and retain these individuals. Human resource professional have to identify challenges, streamline their current HRM practices and determine if the methods employed are effective to current operations. Next, managers make recommendations to improve HR operations while being...
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...Chapter 10 Information Systems for Business Operations V. LECTURE NOTES SECTION I: Business Information Systems 10-1 Information Systems in Business: As a prospective managerial end user you should have a general understanding of the major ways information systems are used to support each of the functions of business. The term business information systems is used to describe a variety of types of information systems (transaction processing, information reporting, decision support, etc.) that support the functions of business such as accounting, finance, marketing, or human resource management. Analyzing Gulf States Paper We can learn a lot about how information technology provides major business benefits in manufacturing and other functional areas of business from the Real World Case of Gulf States Paper Corporation. Take a few minutes to read it, and we will discuss it (See Gulf States Paper Corporation in section XI). 10-2 Cross Functional Information Systems: [Figure 10.2] Information systems can be grouped into business function categories, however, in the real world information systems are typically integrated combinations of functional information systems. Such systems support business processes, such as product development, production, distribution, order management, customer support, and so on. There is a strong emphasis in many organizations to develop such composite or cross-functional information systems that cross the boundaries...
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